How Coaching Affects Performance Management: Do's, Don'ts and Current Trends

Transcription

1 How Coaching Affects Performance Management: Do's, Don'ts and Current Trends

2 We will cover Current performance management trends Why conducting 1-on-1 coaching and feedback is essential to all managers How managers can facilitate effective 1-on-1 coaching and feedback Difficult conversations in the workplace: Tips & Best Practices

3 Presented by WENDY PAT Director of Talent and Operations, 7Geese ISABELLA (IZZIE) CEO, #OKRs

4 o e x p r e s s i Align your team and achieve more, together. 7Geese is a team-driven, continuous, and transparent platform that helps organizations rollout objectives and key results goal-tracking, values-based recognition, and a continuous culture of coaching. o f b e h a v BLANKSLATE. Partners On Demand HR: Working in partnership to create stronger, better workplaces i

5 Agenda 1. Importance of Coaching for an organization 2. Trends in coaching 1-on-1 3. Research on benefits of coaching culture 4. Coaching in Depth 5. Best Practices

6 Coaching is unlocking a person s potential to maximize their own performance. It is helping them to learn rather than teaching them. - Timothy Gallwey

7 Importance of Coaching Asked for a conservative estimate of monetary payoff from coaching they got, these managers described an average return of about 6 times what the coaching had cost their companies - FORTUNE Magazine Feb 2001

8 Power of Coaching Coaching impacts each and every team member in an organization... Skill development at all levels Creation of a leadership pipeline Engagement by all employees Retention of employees at all levels Increase in business performance

9 The goal of coaching is the goal of good management; to make the most of an organization valuable resources. - Harvard Business Review

10 Trends in coaching 1-on-1 Incorporating coaching culture Managers becoming coaches Employee driven conversations

11 Google s Project Oxygen Data collected proved that good management actually makes a difference in performance Found 8 qualities for a good manager: Is a good coach Empowers the team and does not micromanage Expresses interest in and concern for team members success and personal well-being Is productive and results oriented

12 Google s Project Oxygen (con t) Found 8 qualities for a good manager: Is a good communicator - listens and shares information Helps with career development Has a clear vision for strategy for the team Has key technical skills that help him/her advise the team

13 7Geese Data 7Geese used our own data to find a correlation between frequency of 1-on-1s and team performance 80% Av Progress 72% 64% 55% 1-1 per report freq Av Progress Weekly Bi Weekly 51% Monthly 76% Quarterly 59% 0 67% 47% Bi Weekly Monthly Quarterly None Monthly 1-on-1s improved performance 35% vs. no 1-on-1s

14 Trends in coaching 1-on-1 Incorporating coaching culture Managers becoming coaches Employee driven conversations

15 1:1 s - What are they anyway? Frequently asked questions: Are they part of the performance management cycle? Why do we need them? How often do I have to have them? Who owns the meeting and how do they work? I m not a coach I m just their manager. They are a waste of time and we re too busy for this

16 Who are you in the conversation?

17 Prepare for Your 1-on-1 Make it a two-way dialogue Actively listen Ask questions Be specific Look for solutions Focus on outcomes that encourage improved performance Seek agreement

18 Questions to Get Started About them personally: (Yes we re saying get to know your team on a personal level!) Tell me about your week what has it been like for you? What s going on in your life? Tell me about what you re working on Where do you think I can be most helpful? What questions do you have about this area of responsibility or project?do you know how you re making an impact for the company/project/team?

19 Questions to Get Started (con t) About their day to day and relationship with the company: Are you happy working here? Who is really kicking ass in the company? Who do you admire? What s the biggest opportunity that we re missing out on? What could I do differently to support you/what do you need to achieve your goals? What are you working towards personally? Do you have the resources you need?

20 Success and Common Pitfalls How do I know if the 1-on-1 s are any good? We get stick in weekly updates how do I avoid this? Our company is plagued meetings for meetings sake is this one? I m not sure I connect with my team? They don t like me, so why would they want to spend time with?

21 Caution: Personal Bias Ahead Personal perception and biases may influence how you view your team members performance. Halo Effect Leniency Strictness Contrast Effect Similar-To-Me Effect

22 Q & A Discussion

23 o e x p r e s s i Align your team and achieve more, together. o f b e Tweet h a v i